4 Effective Ways of using Microlearning in Businesses

4 Effective Ways of using Microlearning in Businesses

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In today’s fast-paced business world, Microlearning has emerged as a powerful tool for effective and efficient employee training and development.
Microlearning involves delivering learning content in small, digestible chunks, making it ideal for busy professionals who have limited time for traditional training programmes.
This article explores four effective ways businesses can leverage microlearning to drive success.
  • Sales teams that are distributed across geographies face the challenge of staying updated on new products, product updates, offers, and marketing collaterals.
  • Microlearning can help sales teams access standardised marketing materials at their fingertips, allowing them to deliver consistent and effective sales pitches.
  • Microlearning modules can also provide quick refresher courses on product features and benefits, helping sales teams stay sharp and knowledgeable.
  • Businesses with remote, distributed, or mobile workforces, such as delivery partners or drivers, often face the challenge of keeping employees engaged and informed.
  • Microlearning can be used to deliver training on changing company policies, best practises, and regular behavioural training in a convenient and accessible manner.
  • Microlearning modules can be accessed on any device, allowing employees to learn at their own pace and on their own schedules.
  • Regular assessments can be conducted to ensure that employees have understood and retained the information.
  • Managing customer education for a suite of products with a large customer base can be a daunting task.
  • Microlearning can be used to keep customers and their users updated on new products, updates, and features.
  • Short-duration micro-courses and programmes can enable customers to master products and features quickly and easily.
  • Certification and credentialing programmes can also be offered to customers to demonstrate their proficiency and expertise.
  • Compliance training is essential for businesses to ensure that employees understand and adhere to regulatory requirements and industry standards.
  • Microlearning can help organisations provide simple and easy-to-use training experiences for employees, making it more likely that they will complete their mandatory training.
  • Detailed reports and analytics can track and monitor completions, while nudges and reminders can be sent to employees to encourage them to finish their training on time.

Microlearning has become an indispensable tool for businesses looking to provide effective and engaging training and development opportunities for their employees and customers. By delivering learning content in small, digestible chunks, microlearning enables busy professionals to learn at their own pace and on their own schedules.

This article has highlighted four key ways businesses can leverage microlearning to drive success: sales enablement, distributed workforce engagement, customer education, and compliance training. As microlearning continues to evolve and gain popularity, businesses that embrace this innovative approach will be well-positioned to thrive in a rapidly changing and competitive world.

If you want to learn more about each case, please contact me at athul@enhanzed.com. We can schedule a call to discuss how enhanzED can deploy a seamless learning solution for your organisation.

Athul

Business Analyst, enhanzED

EnhanzED Education – An affiliate of Excelsoft Technologies

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Unveiling the Hidden Biases: A Deep Dive into Bias in Artificial Intelligence

Unveiling the Hidden Biases: A Deep Dive into Bias in Artificial Intelligence

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As AI rapidly transforms various aspects of our lives, it is imperative to address the latent biases that can permeate AI systems. This article delves into the nuances of bias in AI, exploring its sources, implications, and potential solutions to mitigate its impact.

Sources of Bias in AI:

Implications of Bias in AI:

Mitigating Bias in AI:

Conclusion:

Bias in AI is a multifaceted issue that requires a multidisciplinary approach to address. By recognising the sources and implications of bias, stakeholders can work together to develop responsible AI practises, ensuring that AI technologies benefit all members of society fairly and equitably. The journey towards unbiased AI is an ongoing process that demands continuous vigilance, collaboration, and commitment to ethical AI development.

If you want to learn more about each case, please contact me at athul@enhanzed.com. We can schedule a call to discuss how enhanzED can deploy a seamless learning solution for your organisation.

Athul

Business Analyst, enhanzED

EnhanzED Education – An affiliate of Excelsoft Technologies

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AI in Education Technology

AI in Education Technology

At Excelsoft, we have recognised the need to take up an organisation-wide initiative to provide thrust and impetus to artificial intelligence and other related technologies. We have not only been emphasising the need for an ‘urgent AI push’ but have also been working in a clear direction in this regard.

There have been a variety of activities and initiatives that are already underway across the organisation. AI-driven features and functionality have been introduced into our products. There have been several proofs-of-concept (POC) of using AI tools and technologies. Our sales team has been positioning these products and solutions for our customers. We are conducting workshops and seminars frequently to keep all teams up-to-date on the latest developments in AI. Many departments have incorporated AI tools into their functions. Many of our colleagues have been using AI in their day-to-day work.

While all these actions are encouraging, we realised that there is a strong need to formulate a clear plan for an ‘organisation-wide AI strategy’ and execute the same in a structured manner as a programme. Earlier this year, we created an AI Focus Group at Excelsoft that will take ownership of this programme.

AI Focus Group @ Excelsoft

The AI Focus Group focuses on the following core objectives:

AI in Processes and Operations

We have started incorporating AI into our processes and operations. Below are some key areas where we have been successful:

Online Assessments:

Remote Proctoring:

Learning Experience and Content Services:

Student Success and Higher Education:

Technologies and Models

Risks and Challenges

While AI has in general shown great promise in various applications, we are also fully aware of the potential risks and concerns associated with its use, including bias, fairness, misinformation, fake content, ethical concerns, security threats, and legal and privacy issues.

We continue to observe this space closely. We participate in several AI communities and are working on setting up strong guidance principles for the use of AI in our products and services. We have also taken several measures to prevent any violation of the legal or ethical considerations of our employees and customers

Moving forward, we are committed to executing our organisation-wide AI strategy in a structured manner.

If you want to learn more about each case, please contact me at athul@enhanzed.com. We can schedule a call to discuss how enhanzED can deploy a seamless learning solution for your organisation.

Athul

Business Analyst, enhanzED

EnhanzED Education – An affiliate of Excelsoft Technologies

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Harnessing Generative AI for Efficient Test Data Generation

Harnessing Generative AI for Efficient Test Data Generation

In the realm of software development and testing, the availability of high-quality test data is paramount. However, manually creating test data can be a time-consuming and laborious task, often leading to bottlenecks in the testing process. Generative AI, with its ability to produce realistic synthetic data, offers a solution to this challenge. In this article, we explore how generative AI revolutionises test data generation by automating the process, improving data quality, and accelerating the overall testing timeline.

Benefits of Using Generative AI for Test Data Generation:

Generative AI has emerged as a powerful tool for test data generation, offering numerous benefits such as automation, improved data quality, increased data volume, enhanced test coverage, and cost reduction. By harnessing the capabilities of generative AI, organisations can streamline their testing processes, improve software quality, and accelerate the overall development timeline. As generative AI continues to evolve, it is poised to revolutionise testing methodologies and contribute significantly to the delivery of high-quality software applications.

If you want to learn more about each case, please contact me at athul@enhanzed.com. We can schedule a call to discuss how enhanzED can deploy a seamless learning solution for your organisation.

Athul

Business Analyst, enhanzED

EnhanzED Education – An affiliate of Excelsoft Technologies

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7 Key Tips for Building a Successful BFSI eLearning Training Program with the Right Platform

7 Key Tips for Building a Successful BFSI eLearning Training Program with the Right Platform

The Indian Banking, Financial Services, and Insurance (BFSI) market is dynamic and changing rapidly, so it’s crucial to keep up with the latest developments and regulations. To this end, a well-designed eLearning training programme can make a
big difference. 

Here are seven essential pointers to keep in mind as you work on creating an effective BFSI eLearning training programme supported by the right platform.

It is important to take a strategic approach while developing an efficient eLearning training course for the BFSI industry workforce. You will be able to equip your workforce with the tools it needs to be successful. By adhering to the seven rules, and picking the appropriate platform for online learning. It is essential to keep in mind that a well-trained workforce not only improves performance but also makes a contribution to the growth of your company. This is something that you should keep in mind at all times.

If you want to learn more about each case, please contact me at athul@enhanzed.com. We can schedule a call to discuss how enhanzED can deploy a seamless learning solution for your organisation.

Athul

Business Analyst, enhanzED

EnhanzED Education – An affiliate of Excelsoft Technologies

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“Then everything changed” with Learning Experience Platform!

"Then everything changed" with Learning Experience Platform!

Last week, I was watching King’s Speech, a brilliant movie enacted by two of the greatest actors Collin firth as King George VI and Geoffrey Rush as Dr. Lionel logue. The movie is about a King nicknamed “Bertie” who tries to overcome his stammering condition with the help of speech therapist to make himself worthy enough to lead his country through world war II. I was totally immersed in the scene. With Bertie, I was also trying the vocal drill.

Every movie takes us through an experience, but King’s Speech was purely a Learning experience!

Do you think L&D departments are also following the same suit? May not be the case…

I trust, no one can live life, without learning. What you learn, and experience can often determine your success or failure in life. An old proverb says, “Your choices and experiences help create the person that you are, and is the winning formula for success.”

In current times, technology adoption is the most valued trait of an individual and I am looking at possibilities to use a few in my day-to-day operations. In this endeavor, I instructed  ChatGPT to prepare questions on learning experience.

The response was pretty overwhelming. More than 2000+ questions for my review. Appending the top 10 from the list to establish my point.

I didn’t dare to look for the answers… but overall, the ChatGPT response was quite a disruptive experience for me. I was awestruck!

I realized that ChatGPT has changed the way people, discover information, and learn. Just learn the art of “Questioning” and you have the world in your hand. Across geographies, people love it, and enjoy the journey of seeking answers. Experience matters!

For the last three decades, “Experience” was the key differentiator between success and failure. Look at the success of Microsoft Windows to mobile phones, to social platforms, to digital payments, to ChatGPT; the adoption rate is amazing. It is the experience that is taking the center stage and it has a proven impact in businesses, education and learning.

Let’s look at the learning experience. It was always there and now, it is even stronger.

It’s the fuel to build “Skill” and drive “Performance”.

But do you think all Learning experiences can leave a print on your long term memory?

Imagine if you were a football player, and you were always practicing… and never playing a game for your side.

Is this very appealing?

Is this what memorable Learning experiences are all about?

Learning Experience is different from events. Learning Experiences follows Peak-end Rule” which is based on moments that reveal interest, trigger sensory arousal and offer measured exposure.

Nowadays, learning experience is the most crucial element of a successful eLearning program. Whenever, I enter a new business conversation, the initial questions that I face are:

These are all valid questions to consider while decision making. However, learner’s experience is the weakest link in the eLearning chain, and businesses need to consult industry experts to imbibe learning experience in their L&D ecosystem. It is often seen L&D professionals mixing learning experience, with user experience, which can lead to faulty implementation.

First, the strategic importance of insights on skill transformation.

I was recently visiting a technical school of a large engineering services company. The whole team was on the table… administrators, teachers, instructors, subject matter experts, and other stakeholders. I was surprised when they said that they want an OTT style web series for their learners. That sounded silly to me, and I was not expecting this, that too, from experienced L&D professionals giving some trivialized response. I was bit puzzled…

The Director of the Technical School understood my situation and reframed the need, “Will your platform offer a Netflix-like experience in our learning program?  Can you explain the platform features that can offer real learning experience for skill enhancement and performance?

At that point, we hit the right chord, and proposed our Learning Experience Platform (LXP). From that point, the discussion was on track for the rest of the meeting. We took the team through various learning interventions that are part of our platform, which may work for their requirement.

The prospect looked interested, and the discussion got extended to content structure, automated compliance journeys, curation of learning paths and many more. The good news is, we are building our first Corporate Netflix for learning.

Enough of my experiences, let’s focus on the global perspectives.

In the recent Digital Credentials Summit, I learnt that L&D leaders are working to integrate education with verifiable credentials, to connect talent with opportunity. But is that so simple?

To build an assorted range of global talent, a diverse set of new thoughts, affiliations, and products are required to power the learning ecosystem that is based on Learning Experience. It’s time that L&D, thought leaders examine the power of the human experience and figure out what makes an experience memorable. They need a system that has answers for the following.

The answers to these evaluative questions should be sought out by the L&D Managers, who want to invest in an outstanding eLearning system.

That’s not all; L&D managers are also seeking credible explanations for the next set of questions:

This part is quite tricky, and I am lucky to be with a dynamic young team with whom I can bounce my queries, and get credible answers.

Let me narrate the LXP story that was narrated by my Product Chief.

“It was going fine with the LMS till YouTube hit the commoners. People of all ages wanted a more flexible, individually directed, YouTube-like experience. They wanted learning to fit their needs and schedules. Thus the emergence of micro-learning assets, which allowed people access the information as per their requirement. To meet this demand, LMS providers added features like video-based learning, Micro-learning, pathways, micro-credentials, learning nuggets and others.

Then everything changed. It transitioned, rather morphed from LMS to LXP.

At this point, experts added intelligence to the existing system with five main algorithm categories. They are:

That’s it.”

I simply loved the story, it was simple, crisp, well researched, and comes from the thought leader. Let me take this opportunity to give a brief about our award winning product features.

Our product offers:

Sirsendu Das

Senior Learning Architect, Excelsoft Technologies.

EnhanzED Education – An affiliate of Excelsoft Technologies

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Data to fuel L&D: Better Ride for the learners

Data to fuel L&D: Better Ride for the learners

We live in a great era! We have amazing tech and tools at our fingertips and know almost everything about ourselves, what we eat, what we drink, number of steps, calories burned, amount of sleep and many more by just using a smart-watch and a mobile. In this ear data and analytics have allowed us to achieve the results we desire!

The same is for the business organization. They thrive on results. The results derived from various business functions, be it marketing, sales, operation, legal, administration, support and many other departments. All these departments collect the data to the best of their knowledge to prepare the plans for the next years predictions.

Do you think L&D departments are also following the same suit? May not the case…

Organizations do value learning but gauging quantifiable success for L&D initiative is difficult to achieve. I am not saying it is because of the lack of knowledge but it is the lack of actionable data that is creating the gap. This gap can be filled by data and analytics to help the L&D department track objectives and gauge success of their initiatives.

I remember an L&D partner of a middle-east bank saying, “I want more sign-ins across organization, at least 25% more from the last year. In addition, I need a 85% completion rate spread over 5000+ users. Of those 5000+ users, we must ensure XX numbers are from sales, XX from marketing, XX from retail customer service and so on.”

Such examples are a clear rarity however; it’s time we move toward objectives that are aligned to business objectives. The question is how to remove subjective oriented goals to objectives for which we can substantiate outcome with data.

Last year, I was attending a CLO meet where one of the panelists was citing the World Economic Forum report on upskilling that stated an urgent need for closing the skills gaps of resources. It’s a big opportunity for the L&D business and it can add up between $5-6.5 trillion USD to global GDP by 2030.

He was very upbeat for the share of pie that is up for grabs. There were others who felt that the learning and development function is back to the critical front and companies are feeling the need to develop organization-wide culture for learning that is based on data and analytics.

This made me start querying about two things:

During the discussions, two broad arguments surfaced…

First, the strategic importance of insights on skill transformation.

I heard one of the L&D folks commenting, “This is urgent. We need reskilling, upskilling, and new skilling programs for almost everyone and we are scouting for resources, who can help us drive this skills transformation exercise. I urgently want to roll out learning programs that emphasize what is possible to achieve with data and how to integrate data into day-to-day work.”

The second argument was on the best practices for implementing data skill transformation and toggle to a digital-first L&D function.

I assume the argument is pertinent for more than a decade. I remember my mentor suggesting learning nuggets way back in 2009 and proposed skilling programs to be digital-first by making them shorter, more interactive, and by encouraging learners to interact with the experts within the organization. We tried to follow his thoughts and designed structured training programs that are discoverable, paced, with clear and articulated learning outcomes. This created excitement around learning and we were able to harness the power of data. However, our success was limited… it was moreover scratching the skin of a new thought.

People and technology were not in pace for such Edtech disruptions.

It was a long wait till data wave hit everyone around 2015 and suddenly; everyone took data as the new fuel for Growth. In Dec 2018, I met my erstwhile Mentor over a coffee and asked him a straight question, “Do you know what data-driven learning is in the present context?”

He blinked and replied with a smile ‘Good question!
See, it’s all about using data to make digital learning more constructive and proficient by making it more precise. If you gather the right statistics on your learners’ strengths and weaknesses, and on their engagement preferences, you can tailor the learning to their needs. This will help you harness learning data to find out learner gaps and then design learning measures to fill those gaps.

He finished with a strong quote, “Just make your ID practices more strong and do not leave it to naives. Remember, the clout of naives have deep roots so, as an ID, play as tuned-in-teacher not a big brother.”

I followed with one more; I guess, I was looking at the wrong end…the data produced by the learning? Am I going wrong?

He answered looking surprised and said, “I was not expecting this from a person of experience. The ‘end of the learning’ you mention is not even the wrong end – you can use data from either end of the learning – before or after! Some people make a distinction between these using the terms ‘prescriptive learning’ and ‘diagnostic learning’. It is better to start by taking simple data like entry points for learner engagement and analyze frequency, times of most activity, top searches, failed searches, drop-off rates. Then use this information when you’re designing their learning paths and events. You look at Amazon page, which is a good place to market Amazon’s learning. It is something as simple as this – using data from online trends, preferences, and decisions can be analyzed wisely to help users learn and onboard effectively.”

I wanted to make maximum out this meeting and eager to continue.

I thanked him for the clarity and asked a follow question. So, can data help us to know learner fatigue or disinterest? Can we identify the points what learners can’t learn? Even drop off rates can tell us the point of complete disengagement. Can we use this data pragmatically to derive learning engagement?

He replied, “Yes, most definitely! The ideal would be to know what learners are really struggling with. The fact that they need to know that particular information is not going to alter, so if we could figure out what those tough points are we will know where to invest the resources and how to design the solution to meet the learning outcome. It is time to use learning analytics, like data from scans or assessments of learners’ knowledge to specify the areas they’re struggling in. Then, focus the next learning connection on that particular topic, to help the learners fill the gap. It’s all about making the learning more targeted, and precise. The best is to put together the right combination of assets – like, an interactive video, a timeline, fact sheet and a rapid fire quiz – to plug that knowledge gap in the most efficient and memorable.”

I still remember his three crucial statements or rather insights. He added three crucial insights ,

That was the last I spoke to my mentor

It was the most insightful conversation that I had till date. It helped me understand that data harvesting allows us to make learning more enjoyable and useful for the learner, and helps an organization derive a better ROI on L&D investment. It’s a win–win!

Today, data is fueling transformation in every field, from marketing to workforce management. We are making the most important business decisions on the recommendation of detailed data analysis findings. Similarly, L&D function requires as much data to be effective and successful. L&D initiatives can have significant investment and creating a system where data drives decision can easily validate the ROI. Data also gives us visibility of prevailing trends in L&D across the target audience, helping to understand the strategies, content types, and distribution platforms work best for your workforce.

The key questions that I will try to unravel in the next 6 weeks will be on:

Sirsendu Das

Senior Learning Architect, Excelsoft Technologies.

EnhanzED Education – An affiliate of Excelsoft Technologies

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Sales Enablement for Better Outcome

Sales Enablement for Better Outcome

I have been an Instructional Designer for most of my career. However, I still remember my 1000 days as a pre-sales consultant where I realized the difference between ‘Play’ and ‘Live’ roles.

Sales function was tough… and I was living it every day… products, products maps, services, offerings, solution pitches; everything looked like a news that need to be sourced, authenticated, formatted and delivered to the prospect.

By the way, we had a 15-day sales training program which was quite detailed.
But was that training helpful? I need to be blunt and say a ‘NO’

What was the missing link?

It was the lack of a dedicated Sales Enablement Ecosystem.
The ecosystem that can help a sales team align the sales process and keep sales content and training materials in a centralized repository. This ecosystem can help the sales team remain focused on tasks and objectives and remain aligned to the processes and sales communication.

Did you know that organizations with a dedicated sales enablement function have a higher win rate with better customer retention than those without one? Dedicated sales enablement offer better engagement, better coaching, better sales performance and offer reliable insights on overall sales function.

In the present times, advent of Industry 4.0 has redefined organizational practices all over the world. Organizations are realizing that to achieve expected business, sporadic training will not achieve the desired results. For L&D partners associated with Sales team, it’s time to analyze sales enablement platforms and choose the right one for your needs.

Today in the era of online learning ecosystem, we have great content developed by the best teachers; we have the best of the technology for learning delivery.

Recently, in a pre-RFP query session, a Sales Enablement Manager presented his expectation and commented, “I want to stop creating generic training programs and hoping for the best. I want a platform or solution that can train within the flow of work and let me do the following:

The list was long but it was clear that a lot of businesses are reimagining the possibilities of what technology can take on. They want to merge sales and enablement into the same flow of work.

The task is challenging on two counts.

First, design a platform that should be able to:

Second, prepare great content to deliver the right information at the right time. Content such as:

Now don’t get concerned about the investment?

Real investment is “Time” because of the integration of specific goals with live data, conceptual models in practice, worked examples that are contemporary, and most importantly, meaningful practice to create outcomes that deliver real business impact.

But once ready, sales enablement platforms can provide efficiencies in multiple areas and can address:

Sales Enablement Platform that can keep sales personnel engaged with guidance in the flow of work and helps them reach their full potential.

To drive success with outcome-based enablement, it would be wise to check a Micro-learning Platform that has enterprise wide adoption features. Talk to a group of technocrats who have successfully implemented sales enablement for some high performing organization

Sirsendu Das

Senior Learning Architect, Excelsoft Technologies.

EnhanzED Education – An affiliate of Excelsoft Technologies

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Welcome to world of “learner empathy”, the next big thing in L&D space.

Welcome to world of “learner empathy”, the next big thing in L&D space.

Sorry for you, but how can I help…

Oh, that is sad…

Not your fault, I can help…

You deserve a help…

This crisis was looming for quite some time as the nature of work is impacted by technology innovation.

During my growing years, I still remember my favorites, who always helped me bounce back with their support. They spoke the last two and were very assertive in their communication. Those days, I tried to unravel this bias for favorites, but failed. I never realized that I was getting exposed to pity, sympathy, empathy, and compassion where the last two moved me the most.

My school days were also not very different. I was trying to remember my own lessons that were more memorable than others. It was not so difficult, as the interactions and activities with my school mates still live with me. Whatever it was, but all the memorable lessons share one thing in common; they were designed by teachers who understood a how a child feels and how they can make them happy and confident.

Today in the era of online learning ecosystem, we have great content developed by the best teachers; we have the best of the technology for learning delivery.

But, thus arise 3 big questions

It’s time to make learning memorable. Bring in the empathy and empower your learning ecosystem.  You can build a pool of happy and confident learners by employing a learning ecosystem that

L&D managers have always complained that a LMS lacks the feeling or concern for the learner. It’s complete indifference, similar to numbness to a situation where an LMS can gather data but is unable to act upon it.

It’s time to deploy learning system that recognizes empathy and deliver powerful experiences leading. 

So, be acquainted with learner empathy!

Sirsendu Das

Senior Learning Architect, Excelsoft Technologies.

EnhanzED Education – An affiliate of Excelsoft Technologies

The Importance of Real-Time Employee Feedback in Your Organization

The Importance of Real-Time Employee Feedback in Your Organization

We have had a number of meetings in recent weeks with various companies to explore opportunities for assisting or supporting in technology (LMS/LXP) or content development.

As subject matter experts, we have assisted many businesses in incorporating Real Time Feedback using our platform. Employee Real-Time Feedback has the potential to significantly aid in Learning and Development; here’s how we’re breaking it down.

What is real-time feedback? 

Real-time feedback is a type of performance management system that emphasis continuous improvement over evaluation. Real-time feedback does not replace performance reviews; rather, it supplements them by introducing a continuous communication cycle.

Employees who are learning from the content and training courses have the most relevant and influential feedback on how to improve training programmes in an organisation. However, it is widely acknowledged that obtaining feedback from employees has historically been difficult. This could be mainly because of negligence, or lack of motivation to do so. 

Overcome using email or notification nudges, rewards or points that accumulate for each feedback given, which can be redeemed into vouchers. 

Is Employee Feedback in Real Time Important?

Employee feedback is important for an organization’s success for a variety of reasons. By encouraging real-time feedback from your employees, you exemplify a desire to improve their developmental capabilities and advance their careers. 

Learning and development teams are improving the feedback loop between team members and across different teams throughout the organization.

The Advantages of Using Real-Time Employee Feedback

Employee feedback in real time creates a pattern of behaviour, both struggles and advancements, that proves growth and opportunities based on the individual’s progress. By implementing real-time employee feedback, you can consistently support your teams, demonstrating care and empathy for employees and their well-being. When it comes time for annual reviews, you’ll be able to show employees how much they’ve improved over the course of the year, and because everything was done in real-time when the training was conducted, no one will be astounded by the data obtained.

Real-time feedback allows employees to correct mistakes and modify their behaviour when it matters most.

 

The following are some of the advantages of implementing real-time employee feedback:

  • Enhance employee performance.

    Leaders can address performance in real-time situations, allowing employees to correct course when it matters the most. Performance issues are no longer as surprising during performance appraisals

  • Establish a culture of openness and confidence.

    By implementing a real-time feedback circuit, organisations can foster transparency where employees feel connected to their leaders and where teams can offer candid, frank, and useful feedback to improve the organisation.

  • Encouragement and recognition can boost employee motivation.

    Real-time employee feedback makes it possible for staff members to be acknowledged for their contributions and successes, which in turn strengthens a commitment to strong performance and admirable behaviour.

  • Enhance the accuracy and quality of performance data.

    With consistent employee feedback, remove employee bias and enhance performance data. By giving a clear picture of employee performance over time, including both positive and negative aspects, real-time employee feedback supports fair and reasonable talent decision making.

  • Develop a setting that encourages peer coaching and knowledge sharing.

    Teams have the opportunity to assist one another in growing and expanding their skills thanks to real-time employee feedback. When teams can share in the success, they will collaborate more successfully.

  • Boosting perpetual learning and development.

    Employee feedback received in real time creates improvement opportunities. When it matters most, leaders can recognise outstanding performance and make course corrections thanks to a culture of feedback. This learning format doesn't interfere with their daily activities and fits into the natural process of learning in the flow of work.

Contact us to learn more about incorporating real-time employee feedback into your company’s employee performance management and learning and development processes. Our Learning Experience Platform can assist you in providing real-time performance data for your workforce.

Thank you | EnhanzED

Siri Shastry

Senior Learning Designer.

EnhanzED Education – An affiliate of Excelsoft Technologies

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